SOP_NUMBER: 104.06
TITLE: Workplace Violence
REFERENCE_CODE: IVO01-0008
DIVISION: Administration & Finance (Human Resources)
TOPIC_AREA: 104 Policy-HR Appearance/Conduct/Evaluations
EFFECTIVE_DATE: 2021-12-16
WORD_COUNT: 709
POWERDMS_URL: https://public.powerdms.com/GADOC/documents/105182
URL: https://gps.press/sop-data/104.06/

SUMMARY:
This policy establishes GDC's commitment to maintaining a safe work environment and outlines procedures for addressing workplace violence. It applies to all GDC employees and defines workplace violence as abusive, threatening, intimidating, disruptive, or violent behavior directed at employees, visitors, contractors, or vendors. The policy requires employees to report all threats and incidents, mandates prompt investigation by supervisors, and specifies that violations can result in disciplinary action up to dismissal and criminal charges.

KEY_TOPICS: workplace violence, threats, employee safety, violent behavior, harassment, intimidation, incident reporting, disciplinary action, protective orders, restraining orders, critical incident debriefing, retaliation protection, safe work environment

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|GEORGIA DEPARTMENT OF CORRECTIONS<br>Standard Operating Procedures|Col2|Col3|
|---|---|---|
|**Policy Name:**Workplace Violence|**Policy Name:**Workplace Violence|**Policy Name:**Workplace Violence|
|**Policy Number:** 104.06|**Effective Date:** 12/16/2021|**Page Number:** 1 of 3|
|**Authority:** <br>Commissioner<br>|**Originating Division:** <br>Administration & Finance<br>Division (Human Resources)|**Access Listing:**<br>Level I: All Access<br>|


**I.** **Introduction and Summary:**







The Georgia Department of Corrections (GDC) is committed to providing a safe,
secure work environment for all employees. Any acts of Workplace Violence will
result in appropriate disciplinary action, up to and including dismissal from
employment and/or criminal charges.

**II.** **Authority:**

A. GDC Standard Operating Procedure (SOPs): 104.04 Employee Assistance

Program and 104.22 Workers’ Compensation.


**III.** **Definitions:**

A. **Workplace Violence**     - Any act which would be interpreted by a reasonable person

as abusive, threatening, intimidating, disruptive, or violent behavior committed by
state employees, visitors, relatives, acquaintances, or strangers directed against any
state employee, visitor, contractors, or vendors in the work location or threatened
to be carried out at the work location or in connection with GDC employment.

**IV.** **Statement of Policy and Applicable Procedures:**

A. Every employee is responsible for safety in the workplace and for notifying their

supervisor or Appointing Authority of any threats of Workplace Violence that they
have witnessed, received, or have been told that another person has witnessed or
received, when that behavior will be or might be carried out on GDC property or
in connection with GDC employment. Reports or incidents warranting
confidentiality will be handled appropriately and information will be disclosed to
others only on a need-to-know basis.


**NOTE: Failure of an employee to report such acts or threats of violence will**

**be considered a basis for disciplinary action, up to and including**
**dismissal.**


|GEORGIA DEPARTMENT OF CORRECTIONS<br>Standard Operating Procedures|Col2|Col3|
|---|---|---|
|**Policy Name:**Workplace Violence|**Policy Name:**Workplace Violence|**Policy Name:**Workplace Violence|
|**Policy Number:** 104.06|**Effective Date:** 12/16/2021|**Page Number:** 2 of 3|
|**Authority:** <br>Commissioner<br>|**Originating Division:** <br>Administration & Finance<br>Division (Human Resources)|**Access Listing:**<br>Level I: All Access<br>|



B. Managers and supervisors should be constantly aware of the environment and

attempt to address the signs of potential Workplace Violence as soon as it is
detected.


C. Any reported instances of Workplace Violence will be handled promptly, and

allegations will be investigated thoroughly by immediate supervisors and reported
to the Appointing Authority.

**NOTE: Safety precautions should be put in place, if determined appropriate,**

**as soon as threats are reported. Staff and others should be warned of**
**potential danger if directly involved or likely to be involved.**


D. Appointing Authorities/Designees are to (if applicable) notify and consult with the

Assistant Commissioner over their unit, the Department Human Resources
Director, and the Department General Counsel for appropriate resolution of
instances of Workplace Violence.

E. Any injury to an employee must be handled in accordance with GDC SOP 104.22

Workers’ Compensation.

F. Critical Incident Debriefing (CID) should be offered to the victim of Workplace

Violence and to any staff impacted by or witnessing the incident, by the CID
Coordinator for the unit or by Correctional Human Resources Management
(CHRM) if needed. CHRM may be utilized in obtaining assistance to address these
issues.

G. Individuals who apply for or obtain a protective or restraining order which lists

GDC locations(s) as being protected areas, must provide to the Appointing
Authority:


1. A copy of the petition and declarations used to seek the order;

2. A copy of any temporary protective or restraining order which is granted;


|GEORGIA DEPARTMENT OF CORRECTIONS<br>Standard Operating Procedures|Col2|Col3|
|---|---|---|
|**Policy Name:**Workplace Violence|**Policy Name:**Workplace Violence|**Policy Name:**Workplace Violence|
|**Policy Number:** 104.06|**Effective Date:** 12/16/2021|**Page Number:** 3 of 3|
|**Authority:** <br>Commissioner<br>|**Originating Division:** <br>Administration & Finance<br>Division (Human Resources)|**Access Listing:**<br>Level I: All Access<br>|



3. A copy of any protective or restraining order which is made permanent; and

4. These orders will be enforced, and all affected locations will be notified of the

orders.


H. Employees who in good faith report what they believe to be incidents of

Workplace Violence or who cooperate in any investigation will not be subjected
to retaliation. Any employee who believes he/she has been the victim of retaliation
for reporting Workplace Violence and/or cooperating with an investigation should
immediately contact their Appointing Authority or the Department Human
Resources Director.

**V.** **Attachments:** None.

**VI.** **Record Retention of Forms Relevant to this Policy:** None.